1. Socorro ISD
Standards of Conduct

2. Districts Strategic Direction
Direction One Safe and Supportive Learning Environment
Direction Two College and Career Readiness
Direction Three Highly Qualified, Effective Faculty and Staff
Direction Four Home, School, Community Partnerships
Direction Five Accountability for ALL

3. Reasons that may lead to termination of employment
DFBB (LOCAL)
Reasons that may lead to termination of employment
22. Failure to maintain an effective working relationship, or maintain good rapport, with parents, the community, or colleagues.

4. CODE OF ETHICS AND STANDARD PRACTICES FOR TEXAS EDUCATORS
DH (EXHIBIT)
Standard The educator shall be of good moral character and be worthy to instruct or supervise the youth of this state.

5. CODE OF ETHICS AND STANDARD PRACTICES FOR TEXAS EDUCATORS
DH (LOCAL)
Employees shall comply with the standards of conduct set out in this policy and with any other policies, regulations, and guidelines that impose duties, requirements, or standards attendant to their status as District employees.
Violation of any policies, regulations, or guidelines may result in disciplinary action, including termination of employment. [See DCD and DF series]

6. Sexual Harassment

7. Sexual harassment is a form of sex discrimination defined as:
Sexual Harassment DIA (LOCAL)
Sexual harassment is a form of sex discrimination defined as:
unwelcome sexual advances
requests for sexual favors
sexually motivated physical, verbal, or nonverbal conduct;
or other conduct or communication of a sexual nature when:

8. Sexual Harassment DIA (LOCAL)
Submission to the conduct is either explicitly or implicitly a condition of an employee’s employment, or when submission to or rejection of the conduct is the basis for an employment action affecting the employee; or

9. Sexual Harassment DIA (LOCAL)
The conduct is so severe, persistent, or pervasive that it has the purpose or effect of unreasonably interfering with the employee’s work performance or creates an intimidating, threatening, hostile, or offensive work environment.

10. Examples of sexual harassment may include : sexual advances
Sexual Harassment DIA (LOCAL)
Examples of sexual harassment may include :
sexual advances
touching intimate body parts
coercing or forcing a sexual act on another
jokes or conversations of a sexual nature and other sexually motivated conduct, communication or contact.

11. Retaliation Prohibited
Sexual Harassment DIA (LOCAL)
Retaliation Prohibited
The District prohibits retaliation against an employee who makes a claim alleging to have experienced discrimination or harassment, or another employee who, in good faith, makes a report, serves as a witness, or otherwise participates in an investigation.

12. Sexual Harassment DIA (LOCAL)
False Claims
An employee who intentionally makes a false claim, offers false statements, or refuses to cooperate with a District investigation regarding harassment or discrimination is subject to appropriate discipline..

14. 937-0203 or 937-0210 Reporting Procedures
Sexual Harassment DIA (LOCAL)
Reporting Procedures
An employee who believes that he or she has experienced prohibited conduct or believes that another employee has experienced prohibited conduct should immediately report the alleged acts to his or her supervisor or campus principal.
The employee must report any prohibited conduct to the Department of Human Resources. or

15. DFBB (LOCAL)
Reasons for proposed nonrenewal of an employee’s term contract shall be: 35 Reasons under policy

16. DFBB (LOCAL)
Reasons for proposed nonrenewal of an employee’s term contract shall be: 15. Failure to meet the District’s standards of professional conduct.

17. DH (LOCAL)
Each district employee shall recognize and respect the rights of students, parents, other employees, and members of the community; and shall work cooperatively with others to secure the best interests of the district.

18. Alcohol and Drug Use Policies

19. CODE OF ETHICS AND STANDARD PRACTICES FOR TEXAS EDUCATORS
Standard The educator shall not consume alcoholic beverages on school property or during school activities when students are present.

20. DFBB (LOCAL)
11. Drunkenness or excessive use of alcoholic beverages; or possession, use, or being under the influence of alcohol or alcoholic beverages while on school property, while working in the scope of the employee’s duties, or while attending any school- or District-sponsored activity.

21. DH (LOCAL)
An employee need not be legally intoxicated to be considered “under the influence” of a controlled substance.

22. DFBB (LOCAL)
12. The illegal possession, use, manufacture, or distribution of a controlled substance, a drug, a dangerous drug, hallucinogens, or other substances regulated by state statutes.

24. Bullying

25. What is Bullying?
Physical Bullying - Physical bullying is the most obvious form of bullying. It occurs when individuals use physical actions to gain power and control over their targets.
Verbal Bullying - Perpetrators of verbal bullying use words, statements and name-calling to gain power and control over their target.
Relational Aggression - Sometimes referred to as emotional bullying, relational aggression is a sneaky and insidious type of bullying using social manipulation to try to hurt or sabotage their target’s  social standings. This type of bullying often goes unnoticed.

26. What is Bullying?
Cyberbullying - Using the Internet, cell phone or other technology to harass, threaten, embarrass their target.
Sexual Bullying - Sexual bullying consists of repeated, harmful and humiliating actions that target a person sexually. Examples include sexual name-calling, crude comments, vulgar gestures, uninvited touching, sexual propositioning and pornographic materials.
Prejudicial Bullying - Prejudicial bullying is based on prejudices individuals have toward people of different races, religions, disabilities or sexual orientation.

28. Physical Contact with Students

29. CODE OF ETHICS AND STANDARD PRACTICES FOR TEXAS EDUCATORS
Standard The educator shall not intentionally, knowingly, or recklessly engage in physical mistreatment, neglect, or abuse of a student or minor.

30. CODE OF ETHICS AND STANDARD PRACTICES FOR TEXAS EDUCATORS
Policy DFBB (LOCAL) Reasons for proposed nonrenewal of an employees term contract:
24. Behavior that presents a danger of physical harm to a student or to other individuals.
DFBB (LOCAL)

31. CODE OF ETHICS AND STANDARD PRACTICES FOR TEXAS EDUCATORS
Standard The educator shall not intentionally, knowingly, or recklessly treat a student or minor in a manner that adversely affects or endangers the learning, physical health, mental health, or safety of the student or minor.

32. DFBB (LOCAL)
4. Inability to maintain discipline in any situation in which the employee is responsible for the oversight and supervision of students.

34. INAPPROPRIATE LANGUAGE WITH STUDENTS

35. DFBB (LOCAL)
26. Use of profanity in the course of performing any duties of employment, whether on or off school premises, in the presence of students, staff, or members of the public, if reasonably characterized as unprofessional.

36. Glanton vs. Longview Independent School District (July 1996)
The Commissioner held that a teacher’s use of the word “dammit” and “I’ll be damned,” although it did not put students at risk of serious harm, was sufficient to find that the teacher failed to follow the administration’s official directives not to use profanity in the classroom or while coaching students. Therefore, the Commissioner held that there was good cause to terminate the teacher’s contract.
The Commissioner stated that to the average adult the use of such phrases as “dammit” or “I’ll be damned” may not be offensive. Clearly, adults and children are exposed to much worse by way of television, radio, etc.

38. Sexual or Romantic Conduct with Students
INAPPROPRIATE
Sexual or Romantic Conduct with Students

39. Code of Ethics and Standard Practices for Texas Educators
Standard The educator shall not solicit or engage in sexual conduct or a romantic relationship with a student or minor.

40. Termination of Employment under DF (LEGAL)
1. Behavior, gestures, expressions, or communications with a student that are unrelated to the educator’s job duties and evidence a romantic intent or interest in the student, including statements of love, affection, or attraction.

41. Termination of employment Under DF (LEGAL)
2. Making inappropriate comments about a student’s body, creating or transmitting sexually suggestive photographs or images, or encouraging the student to transmit sexually suggestive photographs or images.

42. Termination of employment Under DF (LEGAL)
3. Making sexually demeaning comments to a student. 4. Making comments about a student’s potential sexual performance. 5. Requesting details of a student’s sexual history.

43. Termination of employment Under DF (LEGAL)
6. Requesting a date, sexual contact, or any activity intended for the sexual gratification of the educator. 7. Engaging in conversations regarding the sexual problems, preferences, or fantasies of either party.

44. Termination of employment Under DF (LEGAL)
8. Inappropriate hugging, kissing, or excessive touching. 9. Providing the student with drugs or alcohol. 10. Suggestions that a romantic relationship is desired after the student graduates, including post-graduation plans for dating or marriage.

46. Texting &
Multi Media Use

47. The following shall apply to the use of electronic media
DH (LOCAL)
Electronic media includes all forms of social media, such as text messaging, instant messaging, electronic mail ( ), web logs (blogs), electronic forums), video-sharing Web sites, editorial comments posted on the Internet, and social network sites. Electronic media also includes all forms of telecommunication, such as landlines, cell phones, and Web-based applications.

48. The following shall apply to the use of electronic media
DH (LOCAL)
”…a certified or licensed employee, or any other employee designated in writing by the Superintendent or a campus principal, may use electronic media to communicate with currently enrolled students about matters within the scope of the employee’s professional responsibilities. All other employees are prohibited from using electronic media to communicate directly with students who are currently enrolled in the District.”

50. NON-SCHOOL EMPLOYMENT

51. DBD (LOCAL)
An employee shall disclose in writing to his or her immediate supervisor any outside employment that in any way creates a potential conflict of interest with the proper discharge of assigned duties and responsibilities or with the best interest of the District.

52. DFBB (LOCAL)
20. Any activity, school-connected or otherwise, that, because of publicity given it, or knowledge of it among students, faculty, and community, impairs or diminishes the employee’s effectiveness in the District

54. DFBB (LOCAL)
8. Conducting personal business during school hours when it results in neglect of duties.

55. Other Standards of Conduct

56. DEC (LOCAL)
All absences in excess of ten days during a semester shall be investigated by the employee’s immediate supervisor, who shall take appropriate action as required by District guidelines. Documentation may be required for any absence at the discretion of the Superintendent or designee.

58. DFBB (LOCAL)
Reasons for proposed nonrenewal of an employee’s term contract shall be: 16. Failure to report any arrest, indictment, conviction, no contest or guilty plea, or other adjudication for any felony, any crime involving moral turpitude, or other offense listed at DH(LOCAL).

59. DFBB (LOCAL)
Reasons for proposed nonrenewal of an employee’s term contract shall be: 35. Any reason constituting good cause for terminating the contract during its term.

60. DFBB (LOCAL)
22. Failure to maintain an effective working relationship, or maintain good rapport, with parents, the community, or colleagues.

61. DFBB (LOCAL)
33. Any attempt to encourage or coerce a child to withhold information from the child’s parent or from other District personnel. 29. Misrepresentation of facts to a supervisor or other District official in the conduct of District business.

62. DFBB (LOCAL)
23. A significant lack of student progress attributable to the educator. 27. Falsification of records or other documents related to the District’s activities.(assisting students during testing)

63. At-Will Employees?
DCD (LOCAL)
At-will employees may be dismissed at any time for any reason not prohibited by law or for no reason, as determined by the needs of the District.

64. REASONS FOR NON RENEWAL OF AN EMPLOYEE’S TERM CONTRACT
DFBB(LOCAL)
35. Any reason constituting good cause for terminating the contract during its term. 2. Failure to fulfill duties or responsibilities. 15. Failure to meet the District’s standards of professional conduct.

70. THANK YOU
For all you do
From Your
Human Resources
Department